Between 2017 and 2021, there was a nearly 60 percent increase in companies reporting access to diversity, equity, and inclusion (DEI) programs. This rapid growth often placed HR leaders at the forefront of managing DEI efforts, often without specialized training or prior experience.
Such a dramatic shift has left many HR leaders like you grappling with uncertainties and questions—questions you may be hesitant to ask, fearing that admitting uncertainty might undermine this important work or even challenge your own credibility.
But here’s the truth: You’re not alone in these concerns.
To support HR leaders like you, we’re tackling three common yet unspoken questions about DEI. And, just as importantly, we’re sharing key insights DEI leaders wish HR knew to foster better collaboration and success. Our goal is to provide straightforward, practical advice from both sides to help you navigate this complex and critical area with confidence.
Addressing HR’s Unspoken DEI Concerns
1. Do my employees even care about DEI?
With all the effort you’re putting into DEI initiatives—sometimes feeling like it’s beyond your typical job duties—it’s natural to wonder: Does anyone actually care?
The answer is a resounding yes. Here’s why:
A 2024 study of over 3,000 US white-collar and frontline employees revealed some eye-opening statistics. A whopping 76 percent of respondents agreed with this statement: “I am committed to helping my company fight racism and injustice within the organization.” Even more impressively, 78 percent of employees indicated that it’s extremely or very important for their company to be an inclusive organization.
What makes these findings particularly significant is their timing: this research was conducted well into the DEI backlash that has been dominating headlines for months. The data shows that, despite the negative press and growing skepticism in some quarters, employees still deeply value DEI initiatives.
It’s crucial to keep this in mind, especially when you see other companies bending under pressure and scaling back their DEI efforts. Don’t fall into this trap. Whether they’re your current employees or the talent you hope to attract in the future, people are paying attention to your commitment to DEI principles. The work you’ve been putting in over the last few years isn’t just a checkbox exercise—it’s having a tangible impact on recruiting, hiring, and retention. So much so, that 72 percent of C-suite and HR leaders plan to increase their DEI commitment over the next two years.
So, the next time you find yourself questioning whether your DEI initiatives are worth the effort, remember this: Your employees care, and they’re noticing.
2. Does DEI actually help my organization?
With any initiative that requires significant resources, it’s important to assess its impact, including DEI. Are these efforts truly driving change, or have they become just another corporate buzzword?
The good news is that both studies and anecdotal evidence point to significant benefits of DEI programs. A study of more than 27,000 employees across 16 countries shows that DEI initiatives can significantly boost financial performance.
The impact on employee morale is equally impressive: When employees believe that DEI programming is a corporate leadership priority, the number of all employees who are happy increases by 31 percentage points, while the number of those who feel motivated rises by nearly 25 percentage points.
When employees believe that DEI programming is a corporate leadership priority, the number of all employees who are happy increases by 31 percentage points, while the number of those who feel motivated rises by nearly 25 percentage points.
Innovation also gets a substantial boost from diverse leadership. Companies with above-average diversity on their management teams report innovation revenue—revenue from new or enhanced products—that is 19 percentage points higher than companies with below-average leadership diversity.
It’s understandable if you’re not fully convinced that these general stats reflect what’s happening in your own company. This is where the importance of setting and tracking specific metrics comes into play.
Start by setting clear goals. Are you aiming to improve the retention of diverse talent? Increase overall employee satisfaction? Boost diversity in leadership roles? Align your metrics with these goals, making it easier to connect DEI efforts to tangible outcomes. Over time, you’ll have concrete data to demonstrate to executives (and yourself) that DEI is making a difference.
3. How can I actually support DEI practitioners in my organization?
It might not seem like there’s much value you can add when this isn’t your core area of expertise, but whether DEI practitioners are part of your team or separate colleagues, you play a crucial role in helping them drive their vision and achieve their goals.
First, it’s important to understand the challenges DEI leaders face. DEI departments are often resource-poor, operating on shoestring budgets and limited support. In fact, 62 percent of employees reported that their organizations allocated “little to no resources” to DEI efforts. This lack of resources can make DEI work incredibly challenging and thankless.
DEI leaders also frequently face resistance within organizations, battling against ingrained cultures and skepticism about the value of their work. This resistance, coupled with limited resources, contributes to a troubling trend: DEI roles are experiencing higher turnover rates than non-DEI positions. The fatigue and burnout in these roles are real, making it more critical than ever for HR and other leaders to step up and support their DEI colleagues.
So how can you, as an HR professional, make a difference? Unless your organization has no dedicated DEI leader, your role isn’t to do their job, but to leverage your unique skill set and position within the organization to support DEI initiatives. Think of connecting them to the C-suite, helping facilitate organizational change, or establishing scalable processes.
Get more strategies for collaborating with DEI teams in Seramount’s recent guide.
Remember, the success of DEI initiatives isn’t solely on the shoulders of DEI leaders. It’s a collective effort, and as an HR professional, you’re uniquely positioned to be a powerful ally and catalyst for change. By working together, HR and DEI can create a more inclusive workplace where everyone can thrive.
What DEI Leaders Want HR to Know
Just as you’ve had questions about DEI, your DEI colleagues have some insights they’re eager to share with you.
1. DEI isn’t only about race and gender.
While race and gender are crucial aspects of DEI, the scope of inclusion extends far beyond these categories. Today’s employees face a wide array of challenges, from ageism to neurodiversity and many more. To truly build an inclusive workplace—the ultimate goal of many DEI programs—we need to think beyond the traditional categories and embrace a more comprehensive view of diversity.
Embracing this broader definition of DEI isn’t just the right thing to do; it also helps counter much of the backlash that oversimplifies DEI as mere affirmative action. When we focus on creating an environment where everyone feels accepted and welcome, regardless of their background or identity, and every individual can bring their whole self to work and thrive, we’re working toward a goal that’s hard to argue against.
2. DEI is more than an HR initiative.
Over the past few years, it’s become clear that associating DEI solely with HR might have been too limiting. DEI isn’t just about hiring quotas or mandatory learning and development sessions; it’s about embedding inclusive practices into every aspect of your organization.
DEI isn’t a one-off program or initiative; it should be woven into the fabric of everything your organization does.
In this next era of DEI, practitioners are thinking bigger. They’re looking at ways to integrate DEI across all departments and processes—from product development to customer engagement. By expanding the scope of DEI beyond HR concerns, we can create a more holistic and impactful approach to inclusion.
3. DEI still matters.
While the heightened focus on DEI following the events of 2020 may have subsided, its importance hasn’t diminished. As we’ve discussed earlier, DEI and inclusivity remain crucial drivers for your employees. If you’re not dedicating time, effort, and resources to these initiatives, your workforce will notice—and it could impact their engagement and retention.
Recent data underscores this point. Since 2021, reports of workplace bias have increased for almost every racial group. Employee perceptions of inclusivity among direct managers and senior leaders have declined, despite company efforts to improve engagement with diverse employees. Even among White employees, only 58 percent now believe that senior leaders do a good job of engaging with people who are different from them, compared with 70 percent in 2021.
Why does this matter? Employees who witness or experience discrimination, bias, or disrespect are nearly 1.4 times more likely to quit their job.
The message is clear: Now, more than ever, DEI requires unwavering advocacy and a sustained commitment from both HR and leadership; without it, organizations risk losing not only talent but also the trust of their workforce.
The Bottom Line
Are there other questions you’ve been wondering about? Reach out to your own DEI practitioners; they’ll likely be thrilled by your interest and eager to work together. Having a more candid and open conversation can help build a stronger partnership between your teams.
No dedicated DEI team? Contact Seramount totap into insights of our DEI and Talent experts.
Remember, HR and DEI share a common goal: creating a more inclusive and equitable workplace. It all starts with honest dialogue. By breaking down silos and working together, HR and DEI can build a powerful synergy that drives meaningful, lasting change in your organization.
Kayla Haskins is an Associate Director, Product Marketing at Seramount. In this role, she supports DEI Practitioners and Talent Leaders in creating more inclusive workplaces by providing valuable insights and resources through webinars, blog posts, guides, infographics, and more.
With nearly a decade of experience in the technology and non-profit sectors,
Kayla Haskins is an Associate Director, Product Marketing at Seramount. In this role, she supports DEI Practitioners and Talent Leaders in creating more inclusive workplaces by providing valuable insights and resources through webinars, blog posts, guides, infographics, and more.
With nearly a decade of experience in the technology and non-profit sectors, Kayla excels in translating complex ideas into clear, actionable concepts. She is passionate about storytelling and is dedicated to addressing today’s most pressing workplace issues to drive meaningful impact.
Kayla holds a degree in English and Creative Writing from Dickinson College. She lives in Silver Spring, MD with her partner, Nick, and their dog, Zero. In her free time, she enjoys hiking, reading, and spending time with family and friends.
